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![Employee Perception Surveys
¶ Employee Perception Surveys [also known as
Climate Surveys] are widely used in organizations
allowing the management to develop an
understanding of employee perceptions on various
organizational matters. Employees in every
organization act on the basis of their perceptions;
hence it is appropriate that the management should
strive to be aware of employees' views on many
job-related subjects.
¶ The benefits of these employee perception surveys
are manifold including obtaining confidential input
from managers and employees, showing the
workforce that their opinions are important and
needed, identifying areas of concern which require
attention and offer the greatest opportunity for
improvement, and helping prioritize employee work
objectives to improve productivity and
performance.
¶ Our Core approach for this area starts from
understanding the clients’ concerns, articulating
issues to be addressed in the survey, designing &
finalizing the questionaire, conducting the actual
survey, tabulating results and report findings for
effective use by the management.
Management Development Programs
¶ In pursuit of providing end-to-end solutions to our
clients HR related issues, we are currently
developing a detailed Training Portfolio. Once
developed, it would cater to the current and
evolving requirements of the Corporate sector,
Government, Social sector institutions, etc.
¶ We would offer courses on various functional areas
covering Finance, Risk Management, Logistics,
Operations, Human Resource Management,
Leadership, etc.
¶ Our courses are designed to suit the requirements
of employees at different management levels.
Resultantly, our training roster consists of 1-day
seminars, 2-days , 3-days, 4-days, etc. programs.](https://image.slidesharecdn.com/d8b61f8a-63a7-4783-9b17-170f48b73a12-151116044335-lva1-app6891/75/TalentSeekers-PPT-13-2048.jpg)
![Employee Perception Surveys
¶ Employee Perception Surveys [also known as
Climate Surveys] are widely used in organizations
allowing the management to develop an
understanding of employee perceptions on various
organizational matters. Employees in every
organization act on the basis of their perceptions;
hence it is appropriate that the management should
strive to be aware of employees' views on many
job-related subjects.
¶ The benefits of these employee perception surveys
are manifold including obtaining confidential input
from managers and employees, showing the
workforce that their opinions are important and
needed, identifying areas of concern which require
attention and offer the greatest opportunity for
improvement, and helping prioritize employee work
objectives to improve productivity and
performance.
¶ Our Core approach for this area starts from
understanding the clients’ concerns, articulating
issues to be addressed in the survey, designing &
finalizing the questionaire, conducting the actual
survey, tabulating results and report findings for
effective use by the management.
Management Development Programs
¶ In pursuit of providing end-to-end solutions to our
clients HR related issues, we are currently
developing a detailed Training Portfolio. Once
developed, it would cater to the current and
evolving requirements of the Corporate sector,
Government, Social sector institutions, etc.
¶ We would offer courses on various functional areas
covering Finance, Risk Management, Logistics,
Operations, Human Resource Management,
Leadership, etc.
¶ Our courses are designed to suit the requirements
of employees at different management levels.
Resultantly, our training roster consists of 1-day
seminars, 2-days , 3-days, 4-days, etc. programs.](https://crownmelresort.com/image.slidesharecdn.com/d8b61f8a-63a7-4783-9b17-170f48b73a12-151116044335-lva1-app6891/75/TalentSeekers-PPT-13-2048.jpg)
Uploaded byAmritpal Singh
TalentSeekers PPT
The document provides an overview of TalentSeekers, a human capital management consulting firm. It outlines their service portfolio including performance management, executive search, organization design, job analysis, training, HR policies, compensation surveys, HR outsourcing, and change management. It also lists some of their key clients and introduces several senior consultants. TalentSeekers aims to be a full-service HR partner and emphasizes implementation support to ensure solutions are successfully adopted.
TalentSeekers PPT
- 1. Human Capital Managementand Beyond Capability Document
- 2. Table of Contents a.Key Highlights b. TS Approach c. Practice Areas d. Resources - summary profile of key staff e. Why TS could be a suitable HR partner for you?
- 3. Key Highlights Our serviceportfolio Our selected client portfolio › Performance Management Systems › Executive Search & Selection Services › Organization Design & Structuring Job Analysis Training and Development › HR Policies and Procedures › Salary and Benefits Survey / Design of Compensation Structure Deutsche Bank HDFC Bank Fullerton India Ltd. › HSBC Bank › Kotak Securities Ltd › Mahindra & Mahindra › Religare Enterprises › India Infoline Ltd. › Aviva Life Insurance › Bharati AXA Life Insurance › HDFC Securities › Motilal Oswal Securities › ENAM Securities › On-site HR Outsourcing / Implementation Support › Human Resources Management and Information System › Manpower Transition and Change Management assistance › Employee Perception Surveys › Human Resource Audit › Chola Mandalam Group › Metlife India Insurance Ltd. › JM Financial and Group Carnation Auto India Ltd. › Sharekhan Ltd. Tata Capital Ltd. › Netambit Group › HDFC Standard Life Insurance › HDFC AMC Ltd. › Aditya Birla Money Limited › Reliance Capital Ltd. › Vodafone Essar South Ltd. Tata Capital Limited
- 4. Key Highlights › Thequality of the work delivered by us has resulted in repeat business from nearly 60-70% of our clients. › We have structured tools and resources which are appropriately used depending upon the specific scope of the engagement. › We are particularly keen about engagements wherein we are required to work with the organisations in implementing solutions.
- 5. Your One Stop– End-to-End HR Solution Provider
- 6. Human Capital DevelopmentPractice We are a full service HR Consulting Practice focusing on following areas: › Performance Management Systems › On-site HR Outsourcing / Implementation Support › Competency Assessment and Psychometric Testing › Human Resources Management and Information System › Leadership Assessment › Outsourced staffing solutions › Executive Search and Selection Services › Manpower Transition and Change Management assistance › Organization Design & Structuring › Employee Perception Surveys › Job Analysis › Management Development Programs › HR Policies and Procedures › Human Resource Audit - High level › Salary and Benefits Survey / Design review of Compensation Structure › Human Resource Audit - Detailed review
- 7. Competency Assessment &Psychometric Performance Management Systems ¶ As competition intensifies in various industries, organisation increasingly recognize value of comprehensive Performance Management & Compensation System (PMCS). ¶ Moving away from the conventional appraisal forms/system, we assist companies in designing a PMCS, which objectively & transparently interlinks targets, competencies, accountabilities, actual performance, variable compensation and overall organisation development. ¶ Development and implementation of PMCS requires a comprehensive understanding of an entity’s operations and business models. In all such assignments, we initially spend substantive time with our clients in developing this understanding. During such discussions, we also draw upon our cumulative experience with similar entities. Testing ¶ Determination of core competencies of middle and senior management personnel is an important aspect in long term plans for career progression. ¶ Clients are assisted in undertaking a forward- looking assessment of potential and development needs of middle and junior management personnel, and correlating such potential and development needs with the future plans of the organization. ¶ The assessment center method (comprising a series of role playing sessions, group discussions, individual exercises, presentations, etc) is used focusing on each incumbent; we also ensure that the individual report, submitted subsequently, is objective and focused. ¶ Relevant Psychometric tests are also used as part of the process. The results of these tests are interpreted, analyzed and reported by our associate and highly trained Clinical Psychologists. ¶ A strategy for development of concerned management personnel may also be included as part of the engagement deliverable.
- 8. Leadership Assessment Searchand Selection Service ¶ Assessment of true leadership potential of its ¶ We initiate the process by spending time with senior management staff is a MUST for any clients to understand their recruitment goals, organisation to define its future leaders, who position specifications, hiring processes and could take up the role of CEO, Business Unit company culture. We pay emphasis on Head, Regional Head, etc. understanding the personality of the organisation and concerned personnel. ¶ Our Leadership Assessment Assistance is positioned distinctly from Competency ¶ On an ongoing basis, we interview, pre-screen Assessment & Development Center Assistance, and technically evaluate candidates to build a in that the former focuses exclusively on senior ready database of suitable candidates. management personnel and while the methodology for the latter is oriented towards ¶ Our large resume databank is continually junior and middle management staff. updated by sourcing CVs through advertisements and referrals. ¶ Our approach starts off by developing a deep understanding of the organisation’s vision and ¶ As a value added measure, we also offer the objectives. The composition of actual option of carrying out various Psychometric assessment workshop, being flexible to client’s assessment tests keeping in the mind the requirements, could consists of a series of requirements of the position. This further exercises including Advanced Personal reinforces the quality of the match. Assessment questionnaire, Psychometric tests, role playing sessions, group discussions, individual exercises, etc. ¶ Upon completion, separate report is prepared on each participant. Our staff also assist companies in sharing the feedback with the concerned employees.
- 9. Organization Design &Structuring Organization Design engagements are aimed at reviewing the adequacy of organizational structure vis- a-vis long term objectives of the client and include services for: ¶ Documentation and understanding of current structure, reporting relationships and governance process. ¶ Understanding of functional profiles of departments. ¶ Understanding of employees’ demographics. ¶ Understanding external operating environment of the client and practices of competitors. ¶ Identification of areas of reform. ¶ Translation of long-term objectives into organizational requirements. ¶ Development of recommended structures, hierarchy, reporting relationships, committee and manning levels. Job Analysis ¶ Job analysis is a fundamental step towards ensuring appropriate job assignment (PeopleFit) and a seamless organisation ¶ Job Analysis involves developing position descriptions defining the purposes, objectives, roles, and responsibilities of various positions in the organization together with the person specifications for each position. ¶ Standard Operating Procedures for various functional areas are reviewed. This review is critical for creating a linkage between operational requirements and job responsibilities as understood and practised by employees. ¶ The resulting Job Descriptions and Person Specifications are used to evaluate the jobs using a point rating system to determine the relative significance of various jobs in the organization.
- 10. HR Policies andProcedures ¶ Availability of documented human resources policies and procedures facilitates the discharge of HR function in an organization and is a key component in ensuring the presence of an effective HR culture. ¶ Clients are facilitated in determining their needs in this regard and to formulate and compile prescribed policy and procedures adapted to their specific needs. During this interaction, we draw upon our experience of HR practices, as observed in different operating environments and industries. ¶ Clients are also assisted in the effective implementation of prescribed policies and procedural guidelines to ensure that intended objectives are achieved. Salary and Benefits Survey / Design of Compensation Structure Clients are assisted in evaluating and aligning their existing compensation structures vis-a-vis market and industry practices and enterprise’s own corporate objectives and include services for: ¶ Identification of benchmark positions and development of job summaries and list of comparator organizations ¶ Solicitation of participation from comparator organizations and circularization of Data Collection Questionnaire. ¶ Evaluation of compensation data with market statistics and identification of reasons for deviation(s). ¶ Preparation of recommendations, highlighting implication of probable deviations ¶ Development of proposed compensation structure incorporating recommendations agreed with the client
- 11. On site HROutsourcing / Implementation Support On-site HR Outsourcing ¶ We work on-site with clients to provide assistance with policy and program development, compliance with relevance statutes, recruitment, training and development, performance management, compensation and benefits administration, leave administration, workforce administration, etc. ¶ Some of the visible benefits which accrue to clients in such arrangements include cost reduction, improved service delivery, ability to focus on core business and an opportunity to leverage expertise not available internally. Implementation support ¶ We are particularly keen about providing implementation assistance to clients. We work with organisations in ensuring that the recommended solutions are appropriately implemented. The assistance, generally provided on-site, takes the form of training, coaching, guiding concerned staff on implementation issues, resolving queries, addressing unforeseen situations, etc. Human Resources Management & Information System ¶ We are in the process of strategic tie-up with a comprehensive Open Source software for facilitating Human Resource Management. The software is being developed using cutting edge Open Source technologies - Apache Tomcat, MySQL, JAVA Server Pages, etc. ¶ Currently, the process is in advanced stage Upon completion, it will have the following modules: - Recruitment Management - Employee Record Management - Benefits Management - Leave Management - Compensation Management (includes complete payroll functionality) - Time sheet Management
- 12. Outsourced Staffing Services ¶Without having to hire a full-time permanent employee for a short-term assignment, our clients engage staff as per their requirements. ¶ From a client’s perspective, short-term assignments work well for minimizing project overload, reducing staff overtime, and meeting deadlines, or they may wish to add long-term or project oriented personnel to augment their core staff and infuse new talents into their operations. ¶ We have a pool of qualified candidates from which clients can choose the desired skills. ¶ Our staff can work on a project-to-project basis, providing relevant skills without incurring the cost of hiring a full-time permanent employees. Manpower Transition & Change Management Assistance We assist companies in addressing HR related issues arising out of major restructuring exercises including privatization of state owned enterprises, merger of corporations and other forms of corporate restructuring. These include: ¶ harmonization of HR policies and compensation structures; ¶ redundancy management; ¶ development of voluntary separation schemes; ¶ exit strategies for surplus manpower; ¶ communication strategies for employees; ¶ Induction of new talent; ¶ Synthesizing different work cultures; ¶ revised organizational structure; and ¶ manning schedules and other related issues.
- 13. Employee Perception Surveys ¶Employee Perception Surveys [also known as Climate Surveys] are widely used in organizations allowing the management to develop an understanding of employee perceptions on various organizational matters. Employees in every organization act on the basis of their perceptions; hence it is appropriate that the management should strive to be aware of employees' views on many job-related subjects. ¶ The benefits of these employee perception surveys are manifold including obtaining confidential input from managers and employees, showing the workforce that their opinions are important and needed, identifying areas of concern which require attention and offer the greatest opportunity for improvement, and helping prioritize employee work objectives to improve productivity and performance. ¶ Our Core approach for this area starts from understanding the clients’ concerns, articulating issues to be addressed in the survey, designing & finalizing the questionaire, conducting the actual survey, tabulating results and report findings for effective use by the management. Management Development Programs ¶ In pursuit of providing end-to-end solutions to our clients HR related issues, we are currently developing a detailed Training Portfolio. Once developed, it would cater to the current and evolving requirements of the Corporate sector, Government, Social sector institutions, etc. ¶ We would offer courses on various functional areas covering Finance, Risk Management, Logistics, Operations, Human Resource Management, Leadership, etc. ¶ Our courses are designed to suit the requirements of employees at different management levels. Resultantly, our training roster consists of 1-day seminars, 2-days , 3-days, 4-days, etc. programs.
- 14. Human Resource Audit- High level review ¶ HR Audit is a structured tool used for identifying areas relating to Organization and Human resource development, which needs to reinforced. Aspects relating to organization and human resources are assessed through a series of checklists and discussions. ¶ Once the checklists and discussions have been completed, the implications of various findings are analysed and evaluated in the context of current and long-term objectives of the organisation. ¶ The primary perspective embedded in this analysis is to ascertain the extent of synergies between the Organization and HR policies and practices of the organization and its long-term objectives and strategies. ¶ The areas of reform, identified as a result of this analysis, could then be addressed through well- defined and developed programs. ¶ The areas, which are covered through the HR Audit checklist, include the following: - Organization Structure - HR Policies and Procedures - Compensation Management - Training and Human resource development
- 15. TalentSeekers – RecruitmentProcess Delivery
- 16. TalentSeekers – T&DApproach
- 17. Resources: Summary profileof Key staff Amritpal Singh Founder & Principal Consultant A seasoned top management professional with expertise in steering operations ,providing HR Solutions , relationship management multifunctional leadership to conceptualize, plan , manage resources to provide services in diversified industry and clients. he has dynamic relationship management skills with senior and top management professionals in BFSI.
- 18. Resources: Summary profileof Key staff Anmol Singh Strategic Consultant He is astute, enthusiastic & result oriented professional with over 14 years of extensive Automobile experience, business development, brand promotion, dealer network management & after-market service. Excellence in conceptualizing, planning, execution, monitoring and resource management skills. He has rich experience to work with companies like Volvo , JCBL , Carnation , Toyota in senior management level. Mr Singh holds a degree of BE-Mechanical and MSc-Operations Management (UK)
- 19. Resources: Summary profileof Key staff Moninder Singh Amit Talwar Mukesh Singla An incisive professional with over 15 years of experience in Automobile Business Development, Marketing, Service Support & CRM , Significant experience in tapping prospects, analyzing their requirements, rendering guidance to the clients and negotiating business deals to accelerate the growth. An effective communicator with excellent relationship building & interpersonal skills. Strong analytical & problem solving abilities. Before Associating with Talent Seekers he worked with Sonalika Group , Carnation Auto s in management profiles . He is dynamic & competent professional in Financial industry with over 15 years of extensive & fruitful experience in business development, operations planning & management, process enhancement, quality assurance, client servicing, team management. Before Associating with TalentSeekers his last assignment with Motilal Oswal Securities Ltd as Associate Vice President in operation management. An astute professional with More Then 10 Years of accomplished career track of delivering sustaining results , proactive leader and planner with expertise in Sales, Marketing, Business Development and Channel Management (Specially in HNI-Segment) in Banking, Financial Services, Insurance with skills in planning and execution. Worked with some of leading financial companies in middle and top managements like ICICI Prudential , Reliance Money , Kotak Bank . Before associating with TalentSeekers his last assignment with Indusind Bank Ltd as Chief Manager .
- 20. Why TS couldbe a suitable HR partner for you? What You Require ? Good understanding of local market dynamics Good standing with the Clients Compatibility between our skill set and future market requirements Appropriate level of internal management depth Keen implementation support Why Us ? Our resources have substantive experience in diverse industries and various operating environments. On a regular basis, we also interact with Industry and Business leaders to remain up to date on current and likely developments. We pay special importance to this factor. The quality of the work delivered by us has resulted in repeat business from nearly 60-70% of our clients. Based on information available till date, this is the highest ratio amongst all the management consulting firms in India. We currently have and continually strive for ensuring a high degree of match between industry requirements and our internal skill set. Our Partners have spent considerable time in the consulting profession before starting TS. Resultantly, they have a good understanding of the internal dynamics of a consulting firm, project execution, quality assurance, team development and knowledge building. We are particularly keen about engagements wherein we are required to work with the organisations in implementing solutions. That is to say that we just do not deliver ‘manuals and reports’ only; we strive to deliver results.
- 22. Contacts Head Office: Ludhiana(Punjab) TalentSeekers #Madhok Complex Suite 5 , Third Floor Ferozepur Road , Ludhiana - 141001 , Punjab ( India ) Ph. 91- 078140-88899 , 098888-88126 ,hr@talentseekers.org Branch Office - Mumbai TalentSeekers 32,1st Floor Radhakrishna Building Parsi Panchayat Road Andheri(East) Mumbai-69 022-64407746,093223-80050,093227-79343 mumbai@talentseekers.org Email: hr@talentseekers.org